Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

This position can be filled in Louisiana, Texas, Mississippi, or Arkansas.

 

Job Summary/Purpose:
Internally classified as "Senior TA Recruiter," the Sr. Talent Advisor – Programs, Projects & Policies serves as a full-cycle recruiter and strategic leader within Entergy’s Talent Acquisition (TA) team. This individual plays a key role in driving innovation and improvement across recruitment efforts by leading high-impact TA initiatives, aligning recruitment programs with broader business objectives, and ensuring seamless operational delivery. They are tasked with continually optimizing TA processes through strategic project leadership, from sourcing strategies to interview management and offer negotiations. They also act as an informal operational leader, guiding team development, coaching recruiters, and ensuring best-in-class candidate experience.

 

The purpose of the Programs, Projects & Policies function is to continually elevate TA performance by leading the implementation of strategic talent acquisition programs, monitoring HR processes, and driving continuous process improvement to ensure Entergy's talent needs are met efficiently.

 

This role also acts as the key Talent Acquisition project initiative contact for various business units, maintaining relationships with senior business leaders, providing consultative guidance to hiring managers, and representing TA at senior-level meetings. It provides mentorship to less experienced recruiters, driving a culture of continual growth and development across the TA function.

 

This role will also maintain the full cycle recruitment of positions as directed by TA Leadership.

 

Job Duties/Responsibilities:

Strategic Leadership & Partnership: Works closely with the Talent Acquisition Leadership Team (TALT) and hiring managers to align staffing strategies with business needs and ensure continuous improvement across recruitment activities. Continual Improvement & Innovation: Working with TALT, to identify, lead, and implement initiatives that enhance recruitment processes, such as talent pipeline development, sourcing strategies, and interview management. Monitors KPIs to assess areas for improvement. Program Leadership: Leads high-impact TA programs and projects, such as employer branding initiatives, recruitment process optimizations, and ATS system functionality upgrades. Manages project timelines and deliverables to ensure successful outcomes. Policy Development & Compliance: Work with TALT to develop, maintain, and enhance recruitment policies and procedures. Ensures compliance with all legal and organizational standards, addressing policy discrepancies promptly. Mentorship & Coaching: Provides leadership and coaching to junior recruiters, fostering a culture of knowledge-sharing and professional growth within the TA team. Acts as an operational lead, guiding team members on key TA objectives. Stakeholder Engagement: Develops collaborative relationships with HR Business Partners (HRBPs), hiring managers, and other stakeholders to ensure recruitment efforts are aligned with broader business goals. Serves as a trusted TA advisor at business unit meetings. Technology & Systems Expertise: In partnership with the TA Analyst and SF Systems Specialist, leverage HRIS and ATS tools and reports to analyze recruitment data and enhance TA processes. Trains team members on the use of these systems and stays updated on the latest technologies and industry trends. Recruitment: Manages the end-to-end recruitment process autonomously for assigned requisitions, including candidate sourcing, interview process management, and offer negotiations. Ensures that all steps are executed smoothly and in alignment with organizational goals.

Minimum Requirements:

5+ years of relevant recruitment experience with a bachelor’s degree; or 6+ years of relevant experience in lieu of a bachelor’s degree. Experience using applicant tracking systems (ATS) or customer relationship management (CRM) systems at an enterprise level.

Preferred Experience & Education:

SuccessFactors talent suite. Professional HR Certification (ASA, PHR, SPHR, SHRM-CP, etc.). Experience managing, coaching, or leading teams. Expertise in project and program management within a matrixed environment. Proficiency in developing and interpreting policies.

Knowledge, Skills & Abilities:

Proven leadership skills, with the ability to lead and mentor less experienced recruiters while serving as a backup to the TA Manager. Strong communication and interpersonal skills, both written and verbal, with the ability to build relationships and collaborate across multiple stakeholders. Ability to develop and implement innovative recruitment strategies, and manage complex, high-volume requisition loads effectively. Demonstrated ability to prioritize multiple tasks and maintain a sense of urgency while balancing stakeholder needs and expectations. Expertise in recruiting compliance, including OFCCP and AAP requirements, ensuring all activities meet legal and policy standards. Advanced proficiency with MS Office (Word, Excel, PowerPoint, Outlook) and strong data analysis skills.

Key Attributes for Success:

Strategic thinker with a focus on continuous improvement. Self-starter who takes initiative and thrives in a fast-paced environment. Proven track record in project management and leadership in TA initiatives that drive operational excellence. Ability to influence and drive change within the recruitment function, ensuring Entergy continues to attract, engage, and retain top talent.

#LI-RM1

Primary Location: Louisiana-New Orleans Louisiana : New Orleans || Arkansas : Little Rock || Louisiana : Baton Rouge || Mississippi : Jackson || Texas : The Woodlands 
Job Function: Professional
FLSA Status: Professional
Relocation Option: No Relocation Offered
Union description/code: BNU
Number of Openings: 1
Req ID: 116015
Travel Percentage:Up to 25%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here to view the EEO page, or see statements below.

EEO Statement: The Entergy System of Companies provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a protected veteran in accordance with applicable federal, state and local laws. The Entergy System of Companies complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment including, but not limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of the Entergy System of Company employees to perform their expected job duties is absolutely not tolerated.

Accessibility: Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click here and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for. Employee Services will contact you regarding your request.

Additional Responsibilities: As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

Entergy Pay Transparency Policy Statement: The Entergy System of Companies (the Company) will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information.  41 CFR 60-1.35(c). Equal Opportunity and Pay Transparency.

Pay Transparency Notice:

Pay Transparency Nondiscrimination Provision (dol.gov)

The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment.  Please contact HRCompliance@entergy.com to schedule a time to review the affirmative action plan during regular office hours.

WORKING CONDITIONS:
As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

 

Our expectations are the five employee and leader behaviors we believe are essential for positive stakeholder outcomes.

Our expectations:

Make our customers more successful Innovate and continuously improve Collaborate and share knowledge Be accountable for results Recognize and reward outcomes